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Positions can become vacant within your organisation for a variety of reasons such as promotions, departures or growth. The aim of Succession Management is to mitigate the risks of key / leadership roles being vacant through actively preparing succession plans to identify and develop high performing individuals to prepare them to succeed.
In addition to lowering the risk and impact of key roles being vacant, it also reduces the costs of external recruiting. Effective succession planning encourages employees by demonstrating that they are your most important resource and that you value, and encourage, them to progress their careers with your organisation.
For a novel look at the benefits of SuccessionPlanning, click here to see a short video from Nakisa on the “The Case of the Runaway Talent”.
Talent is found throughout your business and not in distinct organisational silos; a high flying regional sales executive in the UK might be the perfect candidate for heading up your new sales team in Canada. To bridge these organisational structures and allow talent to be mobile across them, a new structure is required, which SAP term the JobArchitecture.
SAP’s JobArchitecture extends the relationships between Jobs and Positions to add two new objects; Functional Areas and Job Families.
A Functional area is a collective area of Job Families that share common attributes and is often aligned to a particular business function (e.g. Marketing, Sales).
A Job Family is a group of jobs and/or positions within a functional area that have the same nature of work but require different levels of skill, responsibility or working conditions (e.g. Sales Junior, Sales Rep, Sales Executive).
Using STVN, HR users (“Talent Management Specialists”) can develop and manage the Job Architecture in an easy and intuitive visual interface. For each object (functional area, job family, job and position) you can assign competencies (in real time from your SAP competency catalog) that are cascaded/inherited down through the structure, allowing you to define competency needs for all positions. By developing a global and consistent competency catalog, you will be able to start to align talent to positions.
STVN TalentHub for HR and Executives offers Talent Management Specialists a 360 degree view of your talent by seamlessly integrating into SAP Succession Management. The easy and initiative application works directly with SAP in real time ensuring you have up to the minute information on all the data you require to go through the succession planning process:
Manage the SAP Job Architecture
Identify key positions
Nominate high performing individuals to Talent Groups, Succession Pools or Succession Plans
Assess and approve nominations (using performance, assessment, profile, qualification and personal information as well as the individual’s preferences on mobility or career path)
Find successors (by searching or from within talent groups or by using the guided Profile Match process)
Compare and assign successors (including calibration grids with drag and drop)
Assess bench strength
Review analytics for KPIs
In addition, functionality for Development Planning is available. Development planning allows HR, managers and employees (see TalentHub for Employees) to create goals to be used as performance metrics. HR and managers can assign specific targets and activities to employees within their area of responsibility (AoR). The metrics gauge an employee's progress among different assigned tasks and competencies.
STVN TalentHub for HR and Executives features include:
Visualisation of SAP Job Architecture
Actionable hierarchy – create, modify, assign or remove functional areas and job families. Assign/modify jobs or positions
Competency catalog leveraged from SAP
Cascading / inherited competencies
Visualise details of functional area, job family, job, position, or employee
Visualising your organisation and reporting hierarchies; org units, positions, incumbents and any successors
Visualising successors to each position or job family with an configurable bench strength calculation
A range of views (contents of each node) for organisational units, positions and successors to suit different users
Viewing successors to a position or job family in a grid, using drag and drop to calibrate
Using Profile Match to leverage your competency catalog for matching possible talents to a position or job family based on their competencies vs the competencies required
Comparing employees performance and potential ratings in a grid
Searching across positions, jobs, job families with a variety of attributes
Utilising the HCM Dashboard to see key performance indicators such as total positions, key positions, bench strength, age/nationality/gender ratios for incumbants/successors, potential, peformance and competencies.
Guided processes to walk you through
Nominating a successor
Approving a successor
Building Successor Pools
Comparing talents, positions and org units against each other
Print and Export (to PDF, Image, PowerPoint)
STVN TalentHub for Managers offers similar functionality for managers but within their area of responsibility (AoR). Managers are able to nominate successors within their AoR, nominate positions as key and nominate employees to a talent group.
You can learn more about the importance of SAP’s Job Architecture in our webcast “Defining & Implementing Competency & Job Frameworks in SAP”.
Why not read about our SuccessionPlanning experience with a global client? Or watch our free webcast: Succession Planning - is your organisation planning for success?